The Notice of Termination is a crucial document in German employment law used to formally end an employment relationship. It must be drafted in strict compliance with German legal requirements, including those set forth in the German Civil Code (BGB) and the Protection Against Dismissal Act. This document is essential when an employer wishes to terminate an employment relationship through either ordinary termination (with notice period) or extraordinary termination (immediate, for serious cause). The notice must include specific information such as the clear intention to terminate, applicable notice periods, and the final working day. It must be in written form with an original signature, as electronic forms are not legally valid. For companies with more than 10 employees, additional protections under the Kündigungsschutzgesetz apply, and works council consultation may be required. The document serves as a formal record of the termination and its terms, protecting both employer and employee interests.
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1. Sender Details: Full company name, address, and authorized representative details
2. Recipient Details: Employee's full name and address
3. Date: Date of the termination notice, which is crucial for notice period calculations
4. Clear Statement of Termination: Unambiguous declaration that the employment relationship is being terminated
5. Type of Termination: Specification whether it's an ordinary termination (with notice period) or extraordinary termination (immediate)
6. Notice Period: Clear statement of the applicable notice period and the resulting final day of employment
7. Formal Closing: Signature block with name and position of the authorized representative
1. Grounds for Termination: Include when termination is based on specific reasons that need to be documented, especially for extraordinary termination
2. Reference to Works Council Consultation: Required if a works council exists and has been consulted
3. Severance Offer: Include when offering a severance package as part of the termination
4. Garden Leave Provisions: Include when the employee is to be released from duty during the notice period
5. Return of Company Property: Include specific instructions regarding the return of company assets
6. Reminder of Post-Contractual Obligations: Include when there are existing non-compete or confidentiality obligations
7. Reference Letter Mention: Include statement about providing a reference letter
8. Holiday Entitlement: Include when addressing remaining vacation days
1. Works Council Response: Documentation of works council's position on the termination (if applicable)
2. Severance Agreement: Detailed terms of any severance payment offered (if applicable)
3. List of Company Property: Itemized list of company property to be returned
4. Power of Attorney: If the termination is signed by someone other than the primary authorized representative
5. Supporting Documentation: Any evidence or documentation supporting the grounds for termination (especially for extraordinary termination)
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Retail
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Professional Services
Construction
Education
Hospitality
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Transportation
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Media and Entertainment
Agriculture
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
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Relevant Roles
Human Resources Director
HR Manager
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HR Business Partner
Personnel Administrator
Compliance Officer
HR Administrator
Office Manager
Department Manager
Line Manager
General Manager
Managing Director
Chief Human Resources Officer
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